Succession Management overview

Succession Management is an application that shares a common competency and skill infrastructure with other applications. The goal is to assist organizations in the development of talent. Succession Management includes both position-based succession management and high potential individual-focused talent development. Succession Management uses a single flexible competency hierarchy. This hierarchy uses industry-leading and customer-defined competency models to support all talent development processes.

Succession Management provides this functionality:

• Create career paths for jobs in your organization
• Create talent profiles for resources
• Identify key and critical positions
• Add succession-related data to resources, including potential ratings, retention risk, and key strengths and weaknesses
• Create and monitor a succession pool for your key or critical positions
• Create and monitor talent pools
• Calculate bench strength for succession pools and talent pools

A typical position-based succession process begins with an assessment and assignment of key and critical positions in the organization. For positions that are defined as key or critical, you can then identify resources that could be successors in any of these ways:

• Use the career path for the job on the position to find the "feeder" jobs. Then you can find the existing resources that hold positions for those jobs.
• Use the indicators of potential to identify resources.
• Search for resources using identifying characteristics, such as performance ratings, competencies, skills, or credentials and evaluate the resource's talent profile.

Resources can then be nominated as potential successors for one or more specific positions or for a talent pool. Those nominated for a position are then reviewed at a calibration meeting. In a calibration meeting, proposed successors are reviewed using their talent profiles, development plans, or their performance appraisals. Some of those resources are then identified as successors for a specific position. Successors are given a readiness rating, which is an indicator of when the resource will be ready to perform the position.